Coaching the Achiever

Casey was known for making things happen, and known for running over others in the process. Casey was unaware of how others felt and unaware that the turnover within the department was much higher than normal. When Casey’s boss demanded a change, Casey was surprised and hired a coach to figure out how to make the change happen fast. The coach recognized Casey’s approach and focused the coaching process for Casey effectively.

Tips for Recognizing Achiever:

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Self-directed

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Internally motivated

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Results driven

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Multi-task

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Focus on getting it done

Tips for Coaching the Achiever:

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Define the coaching process and stay on track

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Minimize your own talking

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Focus on their area of control

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Ask permission to challenge decisions made quickly if appropriate

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Ask how they plan to engage others

The coach worked with Casey to outline priorities. Casey decided the first step was developing an effective approach with the team, the second step was to talk with the team about what did and did not work and to involve them in changing process. The third step would be long-term skill development for Casey and other key players on the team.

In developing an effective approach, Casey shared a lack of training on managing people. The coach asked for and received permission to include some training within the coaching based on Casey’s current knowledge level. After one-on-one training, Casey developed a plan of action for implementing some of the new ideas, and began moving forward. Small successes provided Casey the knowledge and experience to continue change.